Businesses could be overlooking some of their best talent because they are introverts. Research suggests that those people feel undervalued and unappreciated in the workplace. When the Myers-Briggs Type Indicator says that half of the world's population consider themselves to be introverted, this is a problem.
There is an unconscious bias towards extroverts throughout society and this makes its way into UK companies. The Secret Worker reports that, of 1,000 workers asked across the country, half said they felt their opinions weren't valued or even heard.
Why extroverts are favoured
The issue for the introvert is, at work, their natural instincts don’t always compliment the environment as well as it does for the extrovert. The latter thrives on interaction and therefore they have more opportunities to share their thoughts. They’re thought of as confident and assertive. The introvert is self-reflective and insular.
Extroverts are more likely to want to work with similar people. Therefore, if extroverts are in managerial positions, their unconscious bias may lead them to favour working with others like them. Leaving the introverts behind.
Yet good managers don’t just work with those with a similar outlook to them. They must identify the strengths and weaknesses of all of their team. After all, it is their job to make everyone feel included, valued, and motivated.
Introverts may find themselves thinking they have to act extroverted to get ahead. In the long-term this can lead to them not feeling true to themselves which, in turn, can create mental health issues.
Creating an introverted culture
It's obvious to say, but excluding half of their employees is never a good thing for an organisation. Not only is the work environment diminished, but they are missing out on new and potentially innovative ideas all the time.
Most, if not all, wouldn't want this to include them - but first they must accept there may be a problem. Some proper introspection can root out whether unconscious bias exists within a business. If it’s found to exist, it’s then about actively changing the way they work to address that. Not just managers, but the entire team needs to be educated on how to include the introverts.
This is where focused learning and development programmes come in. They will help implement and establish changes in the workplace; be it providing quiet spaces, sending agendas in advance to give time to prepare, or checking in more regularly with those that require it. It will help build relationships and trust.
It's time to give the introverts their time to shine - but in a way in which they feel comfortable.
By Tom Seymour, an online content writer for alterniq inspired growth.
<< Return to Insight page
